At this unique preconference, you will be provided with an in-depth learning experience covering the legal topics that all occupational health professionals must deal with on a daily basis. Attendees will participate in frank discussions and problem solving exercises. You will take away practical, valuable advice which you can use immediately. The learning methodology features interactive lectures and hands-on case studies and exercises. The primary focus of this course is on the ADA and FMLA. The state workers’ compensation statutes will be discussed in the context of how they interact with the ADA and FMLA.
Monday, July 17, 2017, The Resort and Conference Center at Hyannis, Hyannis, MA
Click here for full conference brochure and details (pdf)
HOTEL ACCOMMODATIONS: SEAK’s 2017 Conference will be held at The Resort and Conference Center at Hyannis. SEAK has secured a special group rate of $170/night for single/double occupancy plus tax. Rooms are limited and this rate expires on June 18, 2017. To make your reservations, please call 866- 828-9111 and refer to the SEAK Group rate. Overflow Hotel: We have reserved a limited block of overflow rooms at The Holiday Inn Hyannis at a discounted rate ($184 single/double). To make your reservations, please call (508) 775-1153 and identify yourselves as being with the SEAK, Inc. group or go to www.holidayinn.com/hyannisma and enter group code “SEA”. Free shuttle service will be provided between the Holiday Inn and the site hotel. Alternative Lodging: As a tourist destination, the Hyannis area has numerous alternative lodging options for different tastes and budgets. Hyannis features national chains such as Holiday Inn, Courtyard by Marriott, Doubletree, Fairfield Inn and Suites, and Comfort Inn as well as numerous independent inns, hotels and bed and breakfasts. Since our dates are not over weekends there is typically wide lodging availability.
Registration Information: Tuition is $395 on or before March 31, 2017; $445 April 1, 2017–June 30, 2017; $495 After June 30, 2017 and includes a continental breakfast, lunch with faculty, a workshop manual, and a dynamic learning experience. A 20% discount is available for two or more individuals registering together from the same company.
CONFERENCE CANCELLATIONS: Conference cancellations received in writing on or before June 30, 2017 will receive a full refund. Persons canceling after June 30, 2017 will not receive a refund, but will receive a full tuition credit.
At the completion of this seminar you will be able to:
• Understand when and how an employee’s situation is covered by the ADA and the FMLA
• Understand the employer’s obligations under the ADA and the FMLA
• Develop an understanding of how the ADA, the FMLA and the state workers compensation statutes intersect with each other and impact an employer’s decision-making process when dealing with employees
• Identify and diagnose ADA and FMLA issues
• Work through complex cases including multiple employment-related legal issues, and
• Develop cost-effective, defensive best practices
Adam P. Forman, Esq. is a shareholder in the Boston office of Littler Mendelson. He represents management in discrimination and wrongful discharge litigation, non-competition agreements litigation, traditional labor work and the development of employee relations systems. Mr. Forman speaks on matters relating to labor and employment law and has written for a variety of publications, including CCM, The American Lawyer’s Corporate Counsel Magazine, Outside Counsel and the Boston Business Journal. He is a member of the American Bar Association, the Boston Bar Association and the Massachusetts Bar Association. Mr. Forman received his law degree, cum laude, from Georgetown University Law Center in 1987 and his bachelor’s degree, with high distinction, from Pennsylvania State University in 1984 as a member of Phi Beta Kappa. Mr. Forman was admitted to the Pennsylvania Bar (1987); the Massachusetts Bar (1992); the U.S. District Court, Eastern District of Pennsylvania (1987); the U.S. District Court, District of Massachusetts (1992); the U.S. Court of Appeals, Third Circuit (1990) and the U.S. Court of Appeals, First Circuit (1994).
Asha Santos, Esq. is a shareholder in the Boston office of Littler Mendelson. She devotes her practice to the representation of employers in a wide range of employment disputes, including discrimination, and wage and hour cases. In addition to litigating single- and multi-plaintiff cases, she has represented employers in class and collective actions alleging federal and state wage violations as well as claims alleging discriminatory patterns and practices. Asha also regularly counsels employers with respect to strategic planning and human resources issues, including: terminations, disability accommodations, leaves of absence, wage and hour compliance, personnel policies, and employment contracts.
Continuing Education Credits
Note: If your specialty does not appear below and you desire credits, please contact Karen Cerbarano (Karen@seak.com or 781-826-4974). We can often obtain desired credits upon request, but unfortunately, obtaining some types of credits are not feasible. Please register early, as we can only apply for credits after your registration form has been received and it can take time to get the requested approvals back from the accrediting agencies.
Attorneys: Please request CLE credits when mailing in your registration form. Case Managers: 7.0 contact hours of continuing education for Case Managers have been applied for from the Commission for Case Manager Certification, St. Paul, Minnesota. Disability Specialists: 7.0 contact hours of continuing education for Disability Specialists have been applied for from the Commission for Disability Management Specialists, Schaumburg, Illinois. Nurses: To successfully complete a program and receive contact hours you must: 1) register in, 2) be present for the period of time you are awarded contact hours, 3) complete the evaluation. Occupational Health Nurses: This continuing education activity (CNE) has been submitted to the American Association of Occupational Nurses (AAOHN) for approval to award contact hours. The American Association of Occupational Nurses (AAOHN) is an accredited approver by the American Nurses Credentialing Center’s Commission on Accreditation. Physical Therapists: Continuing Physical Therapy credits vary by state, and will only be applied for if requested in writing on the conference registration form. Physicians: SEAK, Inc. is accredited by the Accreditation Council for Continuing Medical Education to provide continuing medical education for physicians. SEAK, Inc. designates this live activity for a maximum of 7.0 AMA PRA Category 1 Credit(s).™ Physicians should claim only the credit commensurate with the extent of their participation in the activity. Rehabilitation Counselors: 7.0 contact hours of continuing education hours for Rehabilitation Counselors have been applied for from the Commission on Rehabilitation Counselor Certification, Schaumburg, Illinois. Rehabilitation Nurses: This program will be accepted for the same number of CNE’s for the ARN Certification that is approved by the ANA/AAOHN.
Note: Any and all commercial products or services displayed or advertised at the 2017 SEAK Conference are neither endorsed by the American Nurses Credentialing Center’s Commission on Accreditation nor SEAK, Inc. SEAK does not accept commercial support for its programs and does not use faculty members with conflicts of interest.
7:00–8:00 REGISTRATION AND CONTINENTAL BREAKFAST
Why we need an in depth understanding of these issues: Workplace morale, employee retention, defensive employee relations, management, cost control, and other important considerations. Questions & Answers.
8:15–9:30 The FMLA: An Overview and Hot Topics
Attendees will learn about the following issues: eligibility, intermittent leave, designation of leave as FMLA covered, denial of leave, medical certification of leave, and employee notice of health care condition. In addition, FMLA leave will be distinguished from Workers’ Compensation leave, and the relationship between the two will be discussed. Questions & Answers.
9:30–10:45 The ADA: An Overview of the Law
Attendees will learn how to determine if an employee has a disability (Does the employee have an impairment? Does it affect a major life activity? Is the major life activity substantially limited?) and what conditions have been determined not to be disabilities. This session will also include an explanation of the issue of employees being “regarded as” or having a “record of being” disabled. This session will also consist of an explanation of whether an employee with a disability is qualified for the job in question and how to determine what functions (attendance, mental stability, walking, travel, lifting, staying awake, etc.) of a job are essential. Questions & Answers.
10:45–11:00 BREAK AND NETWORKING OPPORTUNITY
11:00–12:00 The ADA Continued: Making Reasonable Accommodations
What is reasonable? How much can a “reasonable” accommodation cost? Is an employer required to place employees on leave or on part-time schedules as part of a reasonable accommodation? Finally, ADA concerns will be distinguished from Workers’ Compensation issues, and the relationship between the two will be discussed. Questions & Answers.
12:00–1:00 LUNCH PROVIDED WITH FACULTY
1:00–2:00 The Interrelationship Between the ADA, FMLA, and Workers’ Compensation: How Do You Know Which Law(S) You Are Dealing With?
Can an employee’s request for a leave be covered by more than one law? When can you request additional information or a second opinion? Questions & Answers.
2:00–3:00 Part One of Interactive group activity
Review of hypothetical scenarios involving the ADA, FMLA, and Workers’ Compensation. Topics include: Injury or disability? What is the proper response to an employee’s request for leave? Can this disabled/injured/ill employee’s employment be terminated? How much does the employer need to spend on an accommodation? Questions & Answers.
3:00–3:15 BREAK AND NETWORKING OPPORTUNITY
3:15–4:15 Part Two of Interactive group activity
Responding to the complex challenges of the workplace: analysis of tough hypotheticals to navigate treacherous ADA, FMLA, and Workers’ Compensation waters. Questions & Answers.
Concluding remarks and final question and answer session. Questions & Answers.
HERE’S WHAT YOUR COLLEAGUES HAVE TO SAY:
“Interesting & quite beneficial to my practice”
“Very informative, knowledgeable presenters”
“Job well done”